• Korean Journal of Labor Studies
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• v.23 no.1
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• pp.221-253
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• 2017

This study aims at analyzing the management strategy and performance of companies that have been pursuing Generational Diversity. The management strategies were examined in terms of production, organizational structure and skill development. Performance was then evaluated using Balanced Scorecard (BSC). We selected four Japanese companies that practice Generational Diversity between the younger(age less then 34) and older generation(age older then 65). Our findings suggest the following. The common management strategies of the four companies include 1) creating generation-diverse teams 2) ensuring flexible work arrangements and 3) providing skill training programs. These strategies have yield positive outcomes such as sales increase, cost reduction (financial perspective) and expansion of the market share (customer perspective). Non-financial performance includes improvement of product and service quality (internal business perspective) and skill improvement of both the young and the old workers (learning and growth perspective). This study provides practical implications to domestic companies for their successful management of generational diversity in workplace.

• Asia-Pacific Journal of Business
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• v.1 no.1
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• pp.61-72
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• 2010

A view of cultural heritage as a form of capital considers the long term, dynamic, evolutionary, inter-temporal and inter-generational aspects of cultural heritage. The principles of sustainability provide a basis on the broader issue of culture in economic development. They might be capable of specifying a pattern of development that is "culturally sustainable" in the same way as somewhat similar set of criteria derived for the natural world, the criteria for defining ecologically and environmentally sustainable development. Thus we might accept the principles of material and non-material advancement, intergenerational and intra-generational equity, the maintenance of cultural diversity, the precautionary principle, and the recognition of system interdependence as benchmarks in assessing a cultural development process.

• The Journal of the Korea Contents Association
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• v.21 no.10
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• pp.457-475
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• 2021

As Korean society enters an aged society, there is an increasing situation in which various generations coexist in the workplace. This study aimed to analyze corporate reverse mentoring in light of generational exchange. Through the case study methods using literature research and interviews, we categorized the objectives of starting reverse mentoring programs in domestic and foreign companies, and analyzed the possibility of generational exchange with the cases of company A in the US and B in Korea extracted by purposive sampling. Based on social exchange theory, organizational age theory, and generational solidarity theory, the analysis framework presented three propositions: 1) mutual benefit 2) balanced contribution, and 3) sustainability. As a result of the case analyses, there were three main objectives of introducing reverse mentoring: learning IT/social media, promoting corporate diversity, and understanding new trends in the younger generation. In the case of A company in the US and B company in Korea, there was a similarity in mutual benefit and balanced contribution. However, regarding sustainability, there was room for improvement in company B in Korea unlike company A in the US. We expect that reverse mentoring will provide important criteria for success in terms of generational exchange within organizations where various generations coexist in the future.

• Journal of the Korea Academia-Industrial cooperation Society
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• v.20 no.8
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• pp.539-547
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• 2019

Even though current firms achieve organizational innovation with diverse workforce, previous studies on the relationship between workforce diversity and firm innovation revealed mixed results. To explain these inconsistent findings, this study examines the contradictory aspects of diversity, and divides innovative performance as exploitative and exploratory innovation. In particular, the main focus of this study is age diversity and firm innovation, since most Korean firms suffer from inter-generational conflicts. In addition, this study explores the moderating role of cohesive and innovative culture as the strong norms within the organization. The HCCP data was used to test these hypotheses. As predicted, age diversity negatively influences exploitative innovation, and positively affects exploratory innovation. However, the moderating role of cohesive culture was not statistically significant. Conversely, innovative culture strengthens the positive relationship between them.

• Asian-Australasian Journal of Animal Sciences
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• v.32 no.8_spc
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• pp.1256-1265
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• 2019

The aim of this review is to show the evolution of the dairy goat sector in Europe from all perspectives. Starting from the current situation, the challenges and future potential of this livestock system are presented, as well as strategies to overcome the difficulties faced. Europe holds 1.9% of the world goat population and produces 15.1% of goat milk recorded worldwide. The goat species plays a fundamental economic, social and environmental role in many regions of Europe. The wide diversity of production systems and autochthonous breeds makes the sector very heterogeneous. In order to improve viability, a number of strategies need to be adopted to solve the current problems such as a low profitability, absence of generational change and a little or no recognition of the social and environmental role of the sector. Some strategies to improve the situation of the European goat sector include: i) generating market value that will recognise the diversity of the dairy goat sector (breeds, feeding models, derived products${\ldots}$); ii) promoting and raising awareness of the functional attributes of goat milk and derived products so as to increase consumption; iii) assigning an economic value to environmental and social functions; iv) improving working conditions through technological innovation to make goat farming more attractive to young people; and v) processing more milk into cheese or other dairy products in production areas.

• Journal of Korean Academy of Nursing Administration
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• v.20 no.5
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• pp.514-524
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• 2014

Purpose: The purpose of this study was to explore the experiences of clinical nurses over 40 years of age who were shift workers. Methods: Data were collected from in-depth interviews with 10 clinical nurses over 40 years of age who had at least 10 years of clinical experience and who worked in 5 acute care hospitals. The data were analyzed using Braun & Clark's thematic analysis. Results: One main theme, 3 themes, and 9 subthemes were derived. The main theme was "Sustaining a position still in conflict", and themes were as follows; "Being trained as a professional nurse", "Having unfavorable working conditions and damaged self-esteem", "Trying hard to get a sense of value as an experienced nurse" Conclusion: The results of this study show the issues of age and generational diversities in nurses in acute care hospitals. It is necessary to explore various ways to utilize the experience of older clinical nurses for the integrity of nursing organization and the development of the nursing profession.

• Journal of Electrical Engineering and Technology
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• v.8 no.3
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• pp.490-498
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• 2013

This paper discusses the application of evolutionary multi-objective optimization algorithms namely Non-dominated Sorting Genetic Algorithm-II (NSGA-II) and Modified NSGA-II (MNSGA-II) for solving the Combined Economic Emission Dispatch (CEED) problem with valve-point loading. The valve-point loading introduce ripples in the input-output characteristics of generating units and make the CEED problem as a non-smooth optimization problem. IEEE 57-bus and IEEE 118-bus systems are taken to validate its effectiveness of NSGA-II and MNSGA-II. To compare the Pareto-front obtained using NSGA-II and MNSGA-II, reference Pareto-front is generated using multiple runs of Real Coded Genetic Algorithm (RCGA) with weighted sum of objectives. Furthermore, three different performance metrics such as convergence, diversity and Inverted Generational Distance (IGD) are calculated for evaluating the closeness of obtained Pareto-fronts. Numerical results reveal that MNSGA-II algorithm performs better than NSGA-II algorithm to solve the CEED problem effectively.

• Journal of Embryo Transfer
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• v.30 no.3
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• pp.183-188
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• 2015

This study analyzed the coat color-related genes of MC1R, ASIP, ECA3-inversion, and STX17 of 1,462 Jeju horses administered by the Jeju Special Self-Governing Province. This was done to investigate the distributional characteristics of coat color-related genes in the Jeju horse group and the changes of its coat color-related genes by generation. The genotype frequency of the MC1R gene of $E^+/E^+$ and $E^+/E^e$ related to black coat color was 0.122 and 0.447, respectively, while $E^e/E^e$ of the chestnut genotype was 0.429. The genotype frequency of the ASIP gene of $A^A/A^A$, $A^A/A^a$, and $A^a/A^a$ was 0.46, 0.448, and 0.091, respectively, where the genotype frequency of $A^a/A^a$ turned out to be relatively low. The To/To and +/To genotype that manifests the Tobiano shape was 0.001 and 0.119, respectively, with the share of Tobiano shape around 12%. The genotype frequency of G/G and G/g of STX17 related to grey coat color was 0.002 and 0.680, respectively, with the share of grey horses among the Jeju horse group at 68.2%. As for the change of coat color genes by generation, no large changes were observed in the MC1R and ASIP genes. In ECA3-inversion, the To allele that manifests Tobiano significantly decreased following the generational change (p<0.05), while the STX17 G allele related to grey coat color significantly increased following the generational change (p<0.05). It will be necessary to examine the coat color genes when selecting breeding horses so that the diversity of coat colors among the Jeju horse group can be maintained.

• Educational Technology International
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• v.13 no.2
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• pp.257-281
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• 2012

This study aims to examine individual perceptions and lived experiences of the Net generation of student teachers and the previous generation of teachers about their technology use in education. The participants of this study include 106 pre-service teachers and 50 in-service teachers from one teacher education university in Korea. Employing a mixed methodology, we first empirically examined the participants' perceptions toward multiple variables related to technology use in education, namely (a) past ICT experiences in schools, (b) personal computer use, (c) constructivist belief, (d) computer efficacy, (e) attitude toward computer in education, and (f) prospective computer use. In addition, we conducted face-to-face interviews with selected participants for the in-depth investigation of their lived experiences about technology use, beliefs, and attitude. Results indicate that there are significant differences between in-service and pre-service teachers in their prior experiences with technology in schools. However, the pre-service and in-service teachers did not differ significantly in their beliefs, attitude and other technology-related variables, which may indicate the danger of generational determinism in the Net Generation debate. The analysis of interview narratives revealed two major themes about the interplay of one's agency and structural changes in the participants' lived experiences with technology use in education: (a) transition from negative past experiences to opportunities for positive computer use, and (b) attitudes formation and change through apprenticeship experiences and structural influences. In conclusion, this study suggests that the Net Generation debate should move beyond dichotomous or techno-centric thinking. There is a critical need to pay more attention to develop deeper understandings of the fundamental diversity existing within the generation itself. Implications for teacher education are also discussed.